Categories

Learning & Development – Development Plans

Learning and Development - Development Plans

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Blueprint Summary

Developmental Plans are known by different titles in the HR Sphere- Personal Development Plans, Career Development Plans, Individual Development Plans, etc- the common denominator across all of these being that they list developmental activities required and planned, per person, for a short-term and long-term period of time. Similar in function to that of a Training Needs or Training Gap Analysis, the Development Plan aims to identify the goals, related to professional development, of an employee.

This is done through a consultation between the Line Manager and the Employee. The most frequent use of this activity is to identify how the employee would reach the next step in their career, and what they need to do to achieve this.

Process flow

Process Specification

Process Owner

Stakeholder(s)

Recording Requirements

Storage Requirements

The person that is accountable for this specific process.

All parties that have a vested interest in this process.

Requirements that need to be recorded during this process. What, How, Where.

Requirements that need to be reported on during this process. What, How, When, Where.

Reporting Requirements

Audit Requirements

Notifications

Reminders

Requirements that need to be stored during this process. What, How, When, Where.

Requirements that need to be met in to comply with Auditing Regulations.  What, How, When, Where & Type of Audit Requirement.

Any Notifications that need to be Generated and/ or Actioned During this Process.

Any Reminders that need to be Generated and/ or Actioned During this Process.

Transparency & Communication

Knowledge & Skills

System

Workflows

 Any Transparency, Communication & Distribution Requirements needed for this Process.

 Any Knowledge & Skills required to successfully complete this process.

Links and Process within a system that directly relates to this Process.

Are there any Workflows that drive this Process? This can be Manual or NFE Workflows.

Legislation & Governance

Templates, Forms, Guides and Work Instructions

S.A. Board for People Practices

Any Legislation, Bodies, Processes, Policies that Govern this Process.

Links to Templates, Forms Guides and Work Instructions that are either to be used for application or as Guidelines to meet minimum requirements for this Process

Does this Process Align with SABPP. This can either be Fully, Partially or Not at All.

The Process

Inputs are all of the Elements deemed necessary to complete the process successfully.

  • Identified Employee Development & Training Needs

Tasks are the Step-by-Step Actions to be taken to complete the Process.

  • Personal Development Plans

Developmental Plans are known by different titles in the HR Sphere- Personal Development Plans, Career Development Plans, Individual Development Plans, etc- the common denominator across all of these being that they list developmental activities required and planned, per person, for a short-term and long-term period of time. Similar in function to that of a Training Needs or Training Gap Analysis, the Development Plan aims to identify the goals, related to professional development, of an employee.

This is done through consultation between the Line Manager and the Employee. The most frequent use of this activity is to identify how the employee would reach the next step in their career, and what they need to do to achieve this.

  • Line Managers receive training/ workshop on function, necessity and relevance of this activity
  • Line Manager calls a meeting with individual staff members
  • Line Manager explains the purpose of activity to a staff member
  • Employee Drives conversation, the manager gives advice where applicable
  • Line Manager and Employee populate predetermined template by identifying short and long-term goals, actions or activities needed to achieve this, and success indicators per goal
  • Employee identifies resources needed
  • Line Manager and Employee agree on action items, deadlines and date of the follow-up meeting (normally bi-annually)
  • Line Manager liaises with Training Department regarding training requests and gives feedback to the staff member

END OF PROCESS